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History lesson http://en.wikipedia.org/wiki/Five_Ws. Hermagoras of Temnos defined 7 "circumstances" as the loci of an issue: Quis , quid, quando , ubi , cur, quem ad modum , quibus adminiculis . (Who, what, when, where, why, in what way, by what means). Five Ws ( Victorinus ).
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History lesson http://en.wikipedia.org/wiki/Five_Ws Hermagoras of Temnos defined 7 "circumstances" as the loci of an issue: Quis, quid, quando, ubi, cur, quem ad modum, quibusadminiculis. (Who, what, when, where, why, in what way, by what means)
Can/Do people change? http://www.livingwaters.com
If you keep doing what you've been doing … Dr A. Rodafinos
Can I change others? http://img195.imageshack.us Dr A. Rodafinos
Learning If we can learn, then we can unlearn. Learning how we learn, we learn how to unlearn. Dr A. Rodafinos
1. Social Learning Theory (observational learning) www.smh.com.au Dr A. Rodafinos
Modeling 1, 2, 3, CLAP Actions speak louder… Do as I say …! http://thumbs.hypem.com/ Dr A. Rodafinos
Walkyourtalk http://apu.mabul.org/up/apu/2008/01/20/img-zil85920840.jpg
2. Classical Conditioning Learn to program your mind! (else, plenty of people will be happy to do it for you) nvtech.com
Classical Conditioning and sexual preferences http://ecx.images-amazon.com/images/I/51pVdeenNlL._SS120_.jpg
3. The law of Thorndike Any behaviour that is immediately and consistently reinforced, tends to be repeated (and vice versa) www.rickbates.net Dr A. Rodafinos
Whatever we do, we do it to gain pleasure or to avoid pain. guides.wikinut.com Dr A. Rodafinos
Identify the type of learning http://www.mocxi.com/moc/index.php?showtopic=111622&mode=linear
Reasons not to change • We feel insecure with changes & comfortable • This is the way we’ve done it… • Can’t see the reason • Needs effort • I tried and failed • Performance will drop • No one has shown them the steps! vaughanmerlyn.com Dr A. Rodafinos
http://sweetwaterlibraries.com/sclsblogs/readeronthesamepage/index.php/sclsblogs/readeronthesamepage/index.php?paged=2http://sweetwaterlibraries.com/sclsblogs/readeronthesamepage/index.php/sclsblogs/readeronthesamepage/index.php?paged=2
They hurt a lot.They are bored.They discover they can. • astronet.hu avatars.imvu.com inglesecultura.blogspot.com
If you can find a strong enough why, you can find almost any how. www.cm-chamusca.pt Dr A. Rodafinos
The 81-19 rule 81% is the ‘why’ 19% is the ‘how’ Dr A. Rodafinos
Incentives Not a matter of Ability but of Motive Often we can change in a minute. Dr A. Rodafinos
WII-FM = What’s InItForMe Dr A. Rodafinos
My Wheel of Life 10 10 10 Finances Career Love Mental growth Health – Phys. Condition 10 10 Family Self-esteem 10 Social Life 10 10
My Wheel of Life Arrod.co.uk
Stages (Prochaska & DiClemente) well-fitbodies.com
http://www.biggerplate.com/mindmaps/hTxF4oir/kotter-s-eight-step-process-for-leading-successful-changehttp://www.biggerplate.com/mindmaps/hTxF4oir/kotter-s-eight-step-process-for-leading-successful-change
Change Techniques Addressing Concerns: So removing objections. Boiling the Frog: Incremental changes may well not be noticed. Burning Bridges: Ensure there is no way back. Burning Platform: Expose or create a crisis to get things going. Challenge: Inspire them to achieve remarkable things. Coaching: Psychological support for executives. Command: Tell them what to do. Destabilizing: Shake people of their comfort zone. Evidence for Change: Cold, hard data to show need for change. Evidence Stream: Show them time and again that the change is happening. Education: Learn them to change. Facilitation: Use a facilitator to guide team meetings. First Steps: Make it easy to get going. Golden Handcuffs: Keep key people with delayed rewards. Institutionalization: Building change into the formal systems and structures. Involvement: Give them an important role. Management by Objectives (MBO): Tell people what to do, but not how. Management Causality Mapping: Helping a team see its own role. Managing Timescales: Control when things happen. Open Space: People talking about what interests them. Rationalization Trap: Get them into action first. Re-education: Train the people you have in new knowledge/skills. Restructuring: Redesign the organization to force behavior change. Reward Alignment: Align rewards with desired behaviors. Rites of Passage: Use formal rituals to confirm change. Setting Goals: Give them a formal objective. Shift-and-Sync: Change a bit then pause to restabilize. Socializing: Build it into the social fabric. Spill-and-Fill: Incremental movement to a new organization. Stepwise Change: Breaking things down into smaller packages. Visioning: Create a motivating view of the future. Whole-System Planning: Everyone planning together. These are also available, sorted by Lewin's freeze phases, as: Unfreezing Techniques to get them going. Transitioning Techniques to get them to the right place. Refreezing Techniques to keep them there. See also Creating a Positive Culture, Creative methods, Conversion techniques, Objection-handling, Sequential Requests, Getting others to do what they don't have to do
SEVEN STEPS(Ζ. Ziglar) 1. IDENTIFY YOUR GOALS 2. BENEFITS 3. OBSTACLES 4. NECESSARY SKILLS OR KNOWLEDGE 5. WHO CAN HELP ME 6. ACTION PLAN 7. DEADLINE • coolclips.com
Common errors • Too many goals “smoking, exercise, diet, drinking, sleeping late, …" http://www.redticketproductions.com/images/euroguide.jpg Dr A. Rodafinos
The end -Is this it, Lord? http://www.lindaayers.com/images/microsoft%20teacher%20clip-ED00096A.gif www.abc.net.au
$23 US + postage = … $20 AUD